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Balada de Pájaros Cantores Y Serpientes / The Ballad of Songbirds and SnakesEl libro que ha inspirado una adaptacin prximamente en cines, con las actuacines de Rachel Zegler, Hunter Schafer, Peter Dinklage, y Tom Blyth. La ambicin ser su motor. La rivalidad, su motivacin. Pero alcanzar el poder tiene un precio. Es la maana de la cosecha que dar inicio a los Dcimos juegos del hambre. En el Capitolio, Coriolanus Snow, de dieciocho aos de edad, se prepara para la oportunidad nica de alcanzar la gloria como mentor de los juegos.
El libro que ha inspirado una adaptación próximamente en cines, con las actuaciónes de Rachel Zegler, Hunter Schafer, Peter Dinklage, y Tom Blyth. La ambición será su motor.La rivalidad, su motivación.
Pero alcanzar el poder tiene un precio. Es la mañana de la cosecha que dará inicio a los Décimos juegos del hambre. En el Capitolio, Coriolanus Snow, de dieciocho años de edad, se prepara para la oportunidad única de alcanzar la gloria como mentor de los juegos. La casa de los Snow, antes tan influyente, atraviesa tiempos difíciles. por lo que su destino, por lo que su destino depende de que Coriolanus consiga superar a sus compañeros en encanto, ingenio y estrategia como mentor del tributo que le sea adjudicado. Todo está en su contra. Lo han humillado al asignarle a la tributo del distrito 12 y ahora sus destinos están irremediablemente unidos. «El mayor acierto de la saga consiste en reunir la escencia de 1984, la intensidad de La naranja mecánica, la fantasía de Las crónicas de Narnia y la inventiva de Harry Potter». --The New York Times. ENGLISH DESCRIPTION The book that inspired the adapted film, starring Rachel Zegler, Hunter Schafer, Peter Dinklage, and Tom Blyth.
Ambition will fuel him. Competition will drive him. But power has its price. It is the morning of the reaping that will kick off the tenth annual Hunger Games. In the Capitol, eighteen-year-old Coriolanus Snow is preparing for his one shot at glory as a mentor in the Games. The once-mighty house of Snow has fallen on hard times, its fate hanging on the slender chance that Coriolanus will be able to outcharm, outwit, and outmaneuver his fellow students to mentor the winning tribute. The odds are against him. He's been given the humiliating assignment of mentoring the female tribute from District 12, the lowest of the low. Their fates are now completely intertwined -- every choice Coriolanus makes could lead to favor or failure, triumph or ruin. Inside the arena, it will be a fight to the death. Outside the arena, Coriolanus starts to feel for his doomed tribute... and must weigh his need to follow the rules against his desire to survive no matter what it takes.
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4.7 ★★★★★
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Product Reviews
★★★★★ 5
A wonderful telling of history.
Format: Kindle
A wonderful telling of history by an enjoyable author. It isn't light reading per se but if you want a read that will enhance your understanding of the American people this is a good book.
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Reviewed in the United States on December 15, 2013
★★★★★ 5
Scholarly and Readable, Too
Format: Paperback
I read the first volume in this series (about the Great Depression), and now I'm in the midst of this one. Kennedy's very-lucid prose keeps the reader moving along, and of course, the sweep of the story he's telling is nearly-irresistible. But in lamer hands, the prose might well have bogged down in turgidity--not so in this case!
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Reviewed in the United States on June 23, 2014
★★★★★ 4
Good but not as good
Format: Kindle
Freedom From Fear #1 was one of the most interesting and informational books I've ever read. Part Two was interesting but I did not learn much more about the war than I had known before other than the fact that, while Japan lost the war, Anglo-Saxons are no longer in control in the Far East. I somewhat disagree with his ending ideas about the "good" war, that it wasn't so "good" after all in it's outcome. However, those who fought in it and their families would probably disagree.
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Reviewed in the United States on May 22, 2014
★★★★★ 5
The Innovator's DNA - Disruptive Research - Disruptive Writing
A Politically Correct Status Quo
It is politically correct in management circles to say that you are "results oriented" or that you "drive for results" in your organization.
The status quo in business schools is to indoctrinate students in the delivery skills of analyzing, planning, detail-oriented implementing, and disciplined executing.
This book and the research upon which it is based disrupts that politically correct status quo.
Clayton Christensen has spent close to two decades creating the research, conceptual, and application foundation of the disruptive innovation body of knowledge. He has been working for more than 8 years with Jeff Dyer and Hal Gregersen, both gifted researchers, teachers, and consultants in their own right, on this project. These guys are a disruptive "dream team" of contributors.
This book articulates an extension of the disruptive innovation body of knowledge that clearly describes an individual profile of the disruptive innovator and an organizational profile of an organization that makes disruptive innovation happen.
So what makes this book disruptive?
The first thing is timing. It arrives on the scene at a time when innovation is one of the most critical components of a solution to our global financial and organizational mess. If we are to get out of our morass of debt and sluggish growth and respond to the continually emerging challenges of a burgeoning global society it will ride on the backs and wings of innovation. The status quo must be disrupted for us to survive and thrive!
Second is the audacity of the core models. The authors claim that innovation can be learned at both the individual and organizational level. Individuals can increase their ability to discover (Discovery Quotient - DQ) and learn to be more innovative. They cite the four specific behavioral skills of asking questions, engaging in observations, networking with people who have a different point of view, and experimenting to figure out what can work as the common elements of what innovators do. They also identify the cognitive skill of associational thinking, the ability to find connections between ideas that do not seem to be related to each other, as the connection between the behavioral skills and the generation of ideas. They extend their claim that the innovation competency can be learned to the organizational domain by saying that organizations can become more innovative through developing and leading people, designing and implementing processes, and advocating and living by philosophies that support innovation. These two arguments stand in stark contrast to the beliefs and practices of a vast majority of leaders and institutions.
(For a diagram of the Model see [...])
'And all of this is built upon the third source of disruption: research. Their work is based on well-founded research into the "DNA" of the world's leading innovators and the world's most innovative organizations. The authors conducted nearly 100 interviews of world class innovators and their colleagues to get at the heart of what innovators do. They also interviewed and surveyed executives who are not innovators. (Their survey data base has over 5000 respondents in it.) So they have been able to compare and contrast the two populations to more clearly see what it takes to effectively innovate.
They have also done research on business results attributable to innovation. Collaborating with HOLT (a division of Credit Suisse) they were able to craft a measurement called the "innovation premium." This measure identifies if an organization's market capitalization can be accounted for by existing cash flows or if there is an innovation influence on the stock price. By using this measure, they have been able to clearly and objectively identify which organizations are benefiting from innovation.
Yet to Explore
The tension in the balance of influence and power between the leaders with predominantly "Discovery" or "Delivery" mindsets is an area that has yet to be explored. If the premises of this book are sound, and I believe they are, we need to figure out how to manage that tension and balance in order to generate, incubate, and strengthen innovative ideas as we bring them to full fruition in the marketplace. Great ideas that are not delivered upon are simply recreational pursuits that do not build great people, great institutions, and great societies. So there is work yet to do.
Invest Your Time and Effort
This book makes a significant contribution to both the disruptive innovation body of knowledge and the evolving body of practice on innovating disruptively. It is well worth reading, pondering, and acting upon.
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Reviewed in the United States on August 18, 2011
★★★★★ 5
Inspiring and well-written
This is a very interesting book written by some Harvard profs. They did a large national survey of innovative businesses and their leaders. The book posits that innovative people follow five skills: associating, questioning, observing, networking, and experimenting. These skills can be found at the individual or organizational level. The idea is that most people have these skills in their DNA and can bring them out with some practice. There are a lot of interesting and inspiring examples like Steve Jobs and Jeff Bezos. Although this book seems like a self-help type book with a lot of hype, it has an academic underpinning. Any organization that is interested in promoting innovation could benefit from encouraging these 5 skills. If you are interested in innovation or creativity in business or any organization that produces something, you will like this book. The books is a little distracting to read because it has sidebars all through it giving interesting examples that break up reading concentration. Aside from that, it is a well-written book that is easy and enjoyable to read. I enjoyed the book greatly and found it to be inspiring.
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Reviewed in the United States on December 5, 2015
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